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Oregon adds a 10-hour daily rule for manufacturing and cannery work; since 2018 an employee who crosses both thresholds receives the greater of the two calculations, not both. Put your week in below — the thresholds on this page are already loaded, and every line of the result names the rule it came from.
Last reviewed · maintained by Ihor Bezrukavnyk · how we calculate
Oregon · 10h/day · 40h/week
A differential is not a separate bonus. It folds into the regular rate the multiplier is applied to, so every overtime hour that week gets more valuable — paying 1.5× on base plus 1.0× on the differential is the classic short-pay.
Sun 12 AM
Biweekly period · gross
$2,013.00
87h across 2 workweeks · $99.00 of it earned above straight time
workweeks in this period
what this week should pay · gross
45h
$1,067.00
Assumes a Sunday workweek. Your employer sets this and it is printed on your stub — the app asks properly.
missed by a flat tracker
+$99.00
Multiplying every hour by $22.00 shows $1,914.00 for this period.
This, automatically, every shift.
US and Canada · works offline · no account.
| rule | threshold | rate | source |
|---|---|---|---|
| Daily overtime | Over 10 h in a workday | 1.5× the regular rate | ORS 652.020 (HB 3458) |
| Weekly overtime | Over 40 h in a workweek | 1.5× the regular rate | ORS 652.020 (HB 3458) |
| Regular rate | Base wage plus nondiscretionary bonuses and shift differentials | 1× what every multiplier above is applied to | 29 C.F.R. Part 778 — what goes into the regular rate |
Oregon pays the greater of the two calculations, never their sum. Price the week under the weekly rule, price it again under the daily rule, and the larger number is the one that is owed.
The threshold is only half of the arithmetic. The other half is the workweek: a fixed, recurring 168-hour period your employer designates, which can begin on any day at any hour and is usually printed on your stub. It decides which hours land past 40, and it is not necessarily the calendar week or your pay period. Two pay stubs covering the same seven days can owe different amounts if the workweek boundary sits in a different place.
Red marks the hours past 10 in a day: the daily calculation, which pays only when it beats the weekly one.
A heavy production week: two twelves, two tens and a short Friday. At $24.00 an hour, that is 50h across 5 days in Oregon.
40h of it is straight time — $960.00. The 10h past 40 in the week pay time and a half, $36.00 an hour — $360.00. The week comes to $1,320.00.
The ledger in the calculator arranges the same money the way payroll does: every hour at the base rate first — $1,200.00 — and then the premium added on top of it. Same total, different bookkeeping. A tracker that multiplies $24.00 by every hour and stops there reports $1,200.00 for this week, which is $120.00 short.
Both calculations run on this week and only the larger one is paid. Under the weekly rule alone it carries 10h of premium; under the 10-hour daily rule, 4h. Oregon pays the larger figure, never the two added together.
Overtime rules do not reach every job. The best-known carve-outs are the executive, administrative and professional exemptions — the white-collar exemptions — and they turn on the work actually performed together with a salary basis and a salary level. Job titles are not part of the test: calling a shift lead a manager does not by itself change what the week owes, and neither does paying someone a salary.
Other categories sit outside the ordinary rule as well — outside sales, certain commissioned retail work, some drivers covered by the Motor Carrier Act, farm work, and a number of seasonal and transport jobs. The federal definitions are written out in 29 C.F.R. Part 541, linked in the sources below.
Oregon writes its own coverage and exemptions too, and they are not a copy of the federal list — the statute in the sources is where they are set out. If the number above and your stub disagree and you are plainly covered, the difference is usually one of two things: the workweek your employer designated, or the regular rate — a bonus or a differential folded in, or left out.
Both. Oregon counts hours past 10 inside a single workday and hours past 40 inside the workweek, and a week can trip one, the other, or neither. Both periods are fixed and designated by the employer — the workday is a 24-hour block, the workweek a recurring 168-hour one — which is why two people working identical shifts can be owed different premiums if their workweeks start on different days.
No. A ten-hour day does not pass the 10-hour daily line, and four of them total 40 hours, which is not past 40 either. An hour past 10 in a single day is where the daily rule starts.
No Oregon statute sets a double-time rate. Where double time appears on a stub here it comes from a union agreement, a company policy or a holiday practice — worth having in writing, but it is an agreement rather than the law. What the statute requires is time and a half past 10 hours in a day and 40 in a week.
Oregon has no seventh-day rule. Those hours count toward the workweek like any others, so a seven-day stretch usually produces overtime through the weekly total instead: seven eight-hour days is 56 hours, of which 16 are past 40.
Manufacturing and cannery work. Most Oregon employees are on the 40-hour weekly rule alone. Where the daily rule does apply, a 2018 change (HB 3458) made it greater-of rather than cumulative: an employee who crosses both the daily and the weekly threshold in one week receives the larger of the two calculations, not both.
Usually, yes. The multiplier is applied to the regular rate, not to your base wage, and the regular rate takes in nondiscretionary bonuses, production and attendance bonuses, and shift differentials for the week they were earned. An overtime hour in a week with a night differential is worth more than base × 1.5. Bonuses that are genuinely discretionary — not promised in advance — stay out of it. The federal rules for building the regular rate are at 29 C.F.R. Part 778 and apply in Oregon.
Not by itself. A salary is a way of paying, not an exemption. The white-collar exemptions turn on the work actually performed together with how and how much you are paid, and the duties tests at 29 C.F.R. Part 541 do not include job titles. A salaried employee whose duties fall outside those tests is owed overtime on the same 40-hour week as anyone else.
Rules stop at the state line, and the work often does not. These are the ones checked most often next to Oregon.
Every figure on this page traces to the statute or agency page above. If one is out of date, tell us — corrections ship the same week.
Overtally computes what you should be paid before taxes. It does not calculate take-home pay, withholding or deductions, and it is not legal advice — it is your own record and your own estimate.